‘Workers with migraine often feel pressure to hide their symptoms, which adds to their stress... that can lead to burnout, absenteeism or even resignations’
A migraine is far more than a simple headache—and the way employers handle this issue has a measurable impact on job retention, according to a new report.
The condition affects roughly 12 per cent of Canadians and is the second leading cause of disability globally, according to Migraine Canada.
In the organisation’s latest survey, 81 per cent of respondents reported currently being on disability due to their migraine diagnosis. Furthermore, 66 per cent had been on short- or long-term disability for 18 months or more.
Migraine remains heavily stigmatised, says Wendy Gerhart, executive director at Migraine Canada.
“It’s very much downplayed, and we don't talk about the severity of it as we should,” she tells Canadian HR Reporter.
While many Canadians have raised the issue with their employers, a significant number choose not to disclose it due to fear of repercussions. “They were concerned about the consequences,” the report notes.
Only 32 per cent of survey participants have asked for accommodations.
“Migraine is one of the most common neurological conditions globally, yet it’s often invisible,” says Debby Carreau, CEO of inspiredHR.
“That means employers may not even realise how much it’s affecting their teams. People with migraine are often high performers who quietly push through pain, but the impact on productivity, morale, and engagement is real. If someone doesn’t feel well enough to do their best work, the entire team feels that strain.”
Disability management must adapt and create a new model to reflect the impact of episodic disabilities among employees, according to previous research from the Institute of Work and Health (IWH).
What is the impact of migraine in the workplace?
Migraine Canada’s survey found that the condition has influenced major career decisions. Respondents say it had impacted career choice (22 per cent), job retention (25 per cent), job searches (11 per cent), and their educational journey (20 per cent).
The impact also transpires in the workplace, says Carreau.
“People with migraine are often high performers who quietly push through pain, but the impact on productivity, morale, and engagement is real. Prioritising migraine awareness is not just a health issue, it’s a business strategy.”
She adds: “Workers with migraine often feel pressure to hide their symptoms, which adds to their stress. Over time, that can lead to burnout, absenteeism, or even resignations from people who don’t feel supported.”
Gerhart adds that while symptoms vary, cognitive difficulties are common: “Workers experiencing migraine often have cognitive fogginess. People can be sick to their stomach… [They experience] sensitivity to light, sensitivity to certain scents or noises. Cognitive functioning is severely impacted. People can't think because the pain is so bad.”
Migraine is a hardship for many workers, according to a previous report.
What are some work accommodations for migraines?
Despite the significant workplace implications, few employers are adequately supporting affected employees, Migraine Canada data suggests.
Only 32 per cent of Canadian respondents said they had requested accommodations at work. For more than half, those requests were only accepted after providing a medical letter (31 per cent) or were denied outright (22 per cent).
Employers must do better, says Gerhart.
“It's really important that employers, supervisors and managers understand what the condition really is—similar to what they would do to understand what rheumatoid arthritis or cancer is—and then have strategies and solutions in place.”
Their focus should be keeping people at work and limiting absenteeism and presenteeism caused by migraine, she says.
“People living with migraine don’t want to be on disability. They want to be contributing to society and advancing their careers.”
Carreau adds: “Start by asking your team what support looks like for them. Don’t guess. Some people may need flexibility in their hours. Others may need adjustments to lighting or screen time.”
“Offer benefits that include access to specialists or treatments. Train managers to lead with empathy, especially around invisible health issues. And most of all, normalise the conversation. When people feel safe talking about their health, they are more likely to stay engaged and loyal.”
Out of Office for Migraine Awareness
Migraine Canada—along with Migraine Quebec and Pfizer Canada—is supporting Out of Office for Migraine Awareness, a national campaign that continues to raise awareness about the impact of migraine in the workplace and empower colleagues to help foster a more supportive work environment.
“With a deeper understanding of what migraine is, colleagues can better support one another, reducing the stigma associated with taking time off due to migraine and allowing those living with the condition to prioritize accurate diagnoses, treatment, and their wellness,” according to the campaign.
Employers and workers alike can take part in the campaign by copying a message and activating their OOO alert this month for four hours—the minimum duration of an average migraine—to raise awareness. The message is available here.
